Product Leader | Scaling B2B/B2C SaaS Products | Building High-Performance Teams | Innovation & Strategy Executive
Candidates: if I mentioned a role that is more junior to the one you've applied for, it's not because I am downplaying your experience or what you bring to the table. It's a genuine desire to set you up for success in the role. When you take a Sr.-level role (director, C-suite, etc) there is a certain expectation that comes with that. It's not that you won't be trained or onboarded, but it does mean that there is an expectation for you to be able to add value quickly. Coming into a more junior role gives you the opportunity to ease into the role and learn as you go with less expectation to deliver immediate value. If you have 2-3 years of experience, you might be ready for a Sr. role, but why rush it if there's an opportunity to grow? I'd rather hire you as an Associate and promote you to a Sr. in 6 months than hire you as a Sr. and have to part ways during your probationary period. It might be an unpopular opinion or seem that we're just trying to get away with paying a Sr. for associate-level work. I get the optics. But out of all the people I've hired, the Junior -> Associate -> Sr. -> Director pathway has produced the most success and longevity amongst the teams I've worked on. #hiring
I would be happy to work as a junior role, but if I apply for a junior role and the hiring manager tells me I am overqualified, then I feel like I did something wrong. #opentowork
Erik Voigt
9mo
I would have no issue starting at a junior role and then being able to move up even if I have been in the senior role before as long as there was the opportunity to move up and the pay was not drastically lower. I think the issue sometimes is that companies don’t want to offer this because they think you are going to leave, but if everyone is honest with each other and stands by their word this works. I am certainly open to it.
Meggan A Bishop
9mo
Being senior, hired at a lower level, paid less, yet still expected and accustomed to doing senior level work seems to be the issue usually.... I would rather be hired as a senior with high expectations...
Philip Sward
9mo
This sounds like a great move, except when the new-hire is never promoted to Senior, even though they are performing at a Senior level. 😕
Fernando Sanchez
9mo
This is very disrespectful for a candidate that spends lengthy time filling out an application, preparing for the interview and researching the company only for the rug to be pulled last second with a bait and switch move in an attempt to underpay them.
Allison Glass
9mo
Great advice !
Charlie Poag
9mo
Are you putting the potential promotion opportunity in the offer letter with a contractually obligated timeline? If not, then this practice becomes another exploitative tactic to get more experienced workers at a lower rate. Not to mention, being hired at a lower paying position is going to hurt the worker when it comes time to negotiate salary at the Sr. level when and if that promotion ever does materialize. That has long-term consequences to overall earning potential.
I am struggling with this. I understand your thought proces, but are you essentially saying that we should all start over again - everytime we change jobs?
David Howe
9mo
This is rhetorical nonsense designed to create engagement on LinkedIn. It's not actually useful to job seekers. So goes social media.
Results-Driven Hospitality Manager | Committed to Operational Success and Guest Delight
9moWhile I understand and respect your strategy of promoting from within and allowing individuals to grow into more senior roles gradually, I wonder if there might be instances where exceptionally qualified candidates with more experience could still thrive in a senior position without sacrificing long-term success. Is there flexibility within your approach to accommodate such cases while still ensuring a smooth transition and effective onboarding process?